Effect of intervention on employees' intentions to use environmentally sustainable work practices: A field experiment.

Owing to the growing public concerns about environmental sustainability, the importance of sustainable workplaces has increased. Despite knowing that employees can play a vital role in achieving workplace sustainability, less attention has been paid to understand how employee attitude toward the use of environmentally sustainable work practices (ESWPs) can be developed. We examined the effect of intervention on employees' knowledge about ESWPs. Subsequently, a latent change model was tested to examine the effect of change in knowledge on change in intentions through change in employee attitude toward ESWPs. A pretest-posttest design was used in a field quasi-experiment (N = 51) where 28 and 23 employees from restaurant industry were assigned to experiment and control groups, respectively. Employee knowledge about ESWPs and other variables were measured by using questionnaires from existing literature. The results indicate that intervention improved employees' knowledge by 87% (mean difference = 1.91; p < 0.01) compared with those who did not receive intervention (mean difference = 0.17; p > 0.05). The change in knowledge caused a significant change in attitude and, subsequently, the intentions to use ESWPs. Workplace sustainability can be achieved by using knowledge-based persuasive interventions to improve employees' knowledge, attitude, and intentions toward using ESWPs.

The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work-Family Conflict Through Coworker Support.

The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee work-family conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N = 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions.

A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks (N = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS-job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee-employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.

A three-wave time-lagged study of mediation between positive feedback and organizational citizenship behavior: the role of organization-based self-esteem.

Background: Previous research has paid less attention to examine the mechanisms through which positive feedback affects employees' organizational citizenship behavior (OCB). Moreover, the use of cross-sectional data in most previous research has prevented researchers to make accurate inferences about the mediating processes between feedback and OCB. Given that, more research is required to understand the ways feedback enhances OCB. Purpose: This study sought to explain how positive feedback may affect employees' OCB. Specifically, a mediating role of organization-based self-esteem (OBSE) in linking positive feedback and OCB was examined in a three-wave time-lagged model. Method: Data were gathered from full-time employees and their supervisors from private banks in two districts of Southern Punjab (N=264). A three-wave time-lagged autoregressive mediation model was tested by using partial least squares structural equation modeling. Results: The results of time-lagged multiple linear regression analyses indicate that positive feedback predicts OBSE, which in turn partially mediates the feedback-OCB relationship. Conclusion: This study concludes that positive feedback itself is less explicative in describing its effect on employees' OCB. Other mechanisms such as OBSE can explain why positive feedback enhances OCB.

Barriers to implementation of emergency obstetric and neonatal care in rural Pakistan.

BACKGROUND: Recognizing the need for improving maternal and newborn care, the Punjab public health department (Pakistan) launched emergency obstetric neonatal care (EmONC) services under WHO guideline. Unfortunately, the program implementation is facing some serious problems. The purpose of this study was to identify barriers to implementation of EmONC in district Bahawalnagar (Pakistan). METHODS: This study used sequential exploratory design. Specifically, a qualitative study was conducted to identify barriers to EmONC. Subsequently, the relative importance of these barriers was determined in a quantitative study. Participants were health service providers involved in 24-hours basic EmONC services in the basic health units of district Bahawalnagar (Pakistan). Qualitative data were gathered by interviewing the participants using key informant guide. Quantitative data were collected in a rank order survey of the same participants. The methodological quality was assessed using mixed methods appraisal tool (MMAT) version 2011. RESULTS: The results indicate that lack of teamwork, conflict management, communication, and improper power distribution are important interpersonal barriers. The significant organizational-level barriers include job insecurity, lack of organizational culture, human resource deployment issues, and lack of role clarity. Lack of target management, lack of resource availability, house job requirement, and dual practice issues were identified as major system-level barriers. CONCLUSION: Barriers to EmONC implementation must be addressed for improving maternal and neonatal care in district Bahawalnagar.